Updated: Aug 18
There is little denying that employee surveys may benefit businesses. Morrel-Samuels in a Harvard Business Review article states that departments with leaders who exerted a high level of control produced more errors than those with more independent employees. Companies started conducting employee surveys as they did to seek their customers' needs and wants. Although the objectives are quite different, the goal is the same, optimizing potential possibilities and opportunities to gain more profits and an efficient work environment.
What distinguishes a successful workplace assessment from one that isn't? Simply said, intelligent design makes a difference. And it's a terrible fact that many supervisors and senior professionals have lagged back on survey construction advancements. Even though the sector has changed dramatically in the past decade, with a fivefold spike in articles detailing corporate survey findings, many managers continue to use design ideas developed decades ago.
Why Workplace Surveys are important for the company
There are various reasons to evaluate staff feedback, just as there are many motives to survey customers. According to Landman (2021), many businesses currently use employee assessments to enhance operations because there is a clear link between company performance and employee satisfaction. Involved employees feel linked to one another and the organization. They agree on a common goal and think they play a vital role in achieving it. Since employees take satisfaction in what they perform and trust those around them, an inclusive workplace is more efficient and committed. This culture improves professional relationships, cooperation, and a more successful business.
Employee surveys may be conducted using several methods, including software such as Survey Monkey or Qualtrics or conventional paper polls. You can also utilize a third-party service provider to contact your employees via phone to collect their responses. Regardless of the approach, conducting an employee survey at the company is a step toward better understanding employees' desires according to Forbes (Silva, 2022). The leadership team can use survey results to set up follow-up meetings and conversations with employees. Employee surveys have the apparent advantage of measuring the satisfaction stage, but they are also critical to ensure that the employees have a voice. By comparing their overall satisfaction to those of other similar businesses, they will be able to see how the company stacks up. Ultimately, the management needs to determine if the workers are satisfied with the compensation, culture, incentives, business operations, enthusiasm, engagement levels, etc.
It is necessary to track the data year after year in an open questionnaire to help understand the progress and develop new strategies to remove roadblocks regarding employee happiness and stay competitive by keeping talent in the organization according to Gallup.
Four Benefits of Employee Surveys
Outside of customer surveys, maybe no other survey is more important to a business than employee surveys. If professionals want to improve company culture, they must start from within.
1- Improve Business Operations
Employee surveys are a fantastic approach to uncovering possibilities and potential roadblocks to successful management. Companies will be prepared to address problems and evaluate employee satisfaction by collecting helpful feedback from their staff. It also provides them with a different perspective on the business and its activities. The company will be able to prioritize future initiatives and, if necessary, adjust the strategic plan accordingly.
2- Boosts Employee motivation
Professionals may collect data on concerns and see what inspires your personnel. By collecting this information, companies will be able to discover issues, make improvements, and eventually improve employee happiness. Enhancing the workers' experience will raise their involvement, which will lead to increased production.
3- Improves employee loyalty
Employee engagement relates to management strategies that encourage workers to remain with the company for a prolonged duration by receiving their feedback and improving based on their responses. It will allow management to resolve the employee's particular areas of displeasure. Companies may also avert future job losses by tracking the quality of their work-life over time. Employee retention techniques go a fair distance in empowering employees to stay with the company for as long as possible and remain engaged.
4- Encourages a pleasant workplace atmosphere
Employee surveys may aid in the creation of a pleasant work environment for the company. Employees believe their thoughts matter and are respected when asked for input. Fostering a transparent feedback system promotes trust, fairness, and responsibility.
5- Establishing a standard
Employee surveys are valuable benchmarks. Organizations must gather staff feedback regarding the company, workplace environment, new products, and services for improvement. Employee participation may also provide insight into the opinions of other important stakeholders. Employees, for instance, might give the company vital information about how their clients may react to new goods and services.
Conducting Employee Surveys
It's critical to have the survey's complete endorsement from the entire company. Too often, survey results end up in the bottom folder because the findings aren't recognized, acknowledged, or used according to Sipek (2020) at CareerBuilder. HR Managers must involve the key stakeholders, including line managers and upper management, to prevent this problem.
Think about which survey approach is best for your company. This is likewise the time to evaluate if you should conduct the survey and follow up on your own or hire an outside firm. The following are three stages of the process to consider:
Distribution: How could the surveys be distributed to make them easily accessible to everyone?
Participating: What method of completing the questionnaire is most attractive to participants?
Data gathering: How do you ensure you get the most replies possible?
There are various ways to conduct questionnaires; however, two approaches are often used depending on the kind of business: an electronic questionnaire and a printed questionnaire. Select the approach that best matches your needs and makes it simple for workers to take the survey. A high completion rate is the result of a successful survey.
You want dependable findings and an increased response rate. You want your staff to learn how to express their true feelings. You must think about the following issues if you're going to maintain anonymity:
Ascertain that staff can complete the survey without being monitored.
Ascertain those responses are collected and saved on a protected website or server.
Limit personal qualities query to a bare minimum.
Handwritten replies should be converted to normal (computer) typefaces.
Keep statistics at the collective level as much as possible while summarizing the findings.
Mistakes to avoid
A well-executed staff survey could be a valuable tool for improving commitment and motivation in every firm. On the other hand, a poorly performed survey might cause uncertainty and disappointment, negatively influencing these exact results.
Regrettably, not all evaluations provide such helpful data, and few of the failures were dramatic. For example, United Parcel Service was rocked by an expensive strike in 1997, barely ten months after obtaining high results on its yearly worker satisfaction survey. Even though the study showed aggregate employee contentment to be relatively high, it failed to identify angry objections regarding the company's growth of part-time work, which was a significant point of contention throughout the protest. In other circumstances, surveys themselves may be the source of the company's troubles. Forbes Magazine reported that Dayton Hudson Organization, one of the country's leading retailers, negotiated an out-of-court compromise with a team of workers who had obtained an intervention against the company's implementation of a standardized psychological test, which they saw as a violation of their privacy.
Prevent these blunders when you plan your upcoming survey to guarantee you have a tremendous influence rather than an accidental negative one. You'll be on your road to conducting a productive employee survey which will assist you in boosting employee satisfaction and productivity if you avoid these five frequent blunders.
1- Beginning without a structure
It isn't easy to acquire what you want using a scenario without first devising a strategy. The same may be considered for a survey. Knowing the results is crucial given the amount of effort and funds invested in a survey effort according to Jason Lauritsen (2019).
2- Overlooking that the questionnaire is a kind of communication
An employee surveying program could be one of the most potent means of effective communication in any firm. When an employee is asked a question, you send them an important message that their opinion matters. Conversely, omitting to inquire about essential topics may give the unintentional impression that you are uninterested in what they are concerned about most. The trick is to review your survey thoroughly before verifying that it conveys the message you want to deliver to your workers.
3- Failure to include top executive in the decision-making process
Whether you believe it or not, senior executives' engagement and commitment are pivotal to developing any survey research effort. Without leaders at the helm, changing the culture and behavior of a business is challenging. Engage these influencers into the program earlier on to secure their involvement. Inquiring about the survey's aims and areas of concentration might give them a sense of direct participation and pique their curiosity according to Forbes. Furthermore, it is critical to discuss what occurs with the questionnaire responses and their particular responsibility with your leaders. This allows people to prepare for their step in the procedure so that they are not shocked by what is required of them when the moment arises.
4- Under Communicating the results as the action plan
Most "best practices" for informing employees about an impending employee survey are based on the premise that the employee would be a willing and enthusiastic contributor. Whenever it relates to surveys, workers are often dubious and uninterested. They've probably been burnt before by-polls that provide no results according to Rob Catalano in a Forbes article. The strategic approach preceding the questionnaire should be more solid if you begin with this in consideration.
5- Inability to control expectations
On a similar point, there is one more major blunder to avoid. It takes a lot of effort to create and launch a poll. It's easy to lose sight of the necessity of controlling the objectives of the numerous individuals participating in the project at the heart of that endeavor.
To conclude, now that companies are paying more attention to things other than short-term profits, it is significant to understand the benefits that can be reaped with employee surveys for the betterment and improvement of the workplace.